Put into practice the core OD skills with immediate application to your work as a manager to reach your organization’s business goals. This four module course includes hands-on application using an experiential learning method.
Books and materials are included. Bring either a mission critical project, an initiative that crosses functions, or a struggling cross department day-to-day problem.
Systemic Workplace Alignment
Systemic workplace alignment provides a clear path to ensuring your workplace gets aligned to any goal, initiative, or project. Workplaces out of alignment suffer from priority conflicts, resource confusion, lack of decision making, project overruns, and silos. When problems occur, most forget to think at a higher level and therefore tend to blame individuals or departments for any tension in their organization. In this course you will learn how to think systemically, apply such thinking to current workplace challenges, and create strategies for success.
Third Party Conflict (Employee/Employee)
Third-party conflict management is a process of facilitating or helping two or more people work through a conflict in which you are not personally involved. Facilitators can only solve some problems if they are trained in how to identify systemic issues and are sponsored to gather the right people to solve them. Third-party work using a whole system focus 1) manages the conflict so the tasks become effective, 2) ensures maximum learning from each party in the conflict and how they contributed to the issue, 3) resolves the systemic issues that created the conflict, and 4) creates a plan for how to handle similar situations in the future. Openness to managing conflict tremendously helps organizations improve for all employees.
Third Party Conflict (Manager/Employee)
Managers often find employee performance management and conflict resolution challenging. Yet, when the manager makes the hard decision to finally involve HR, most organizations use individual thinking by focuses mainly on the employee and placing them on a performance improvement plan (PIP). This approach misses the shared responsibility and accountability of both parties.
This module provides managers with an alternative to a PIP using a step-by-step process that takes into account the legitimate authority of the boss while ensuring a systemic lens. The process ensures dialogue between the boss and employee and creates a clear path that contains behavioral changes for the manager and the employee. This module builds on the previous third-party conflict, while honoring the authority structure in the room. This process benefits the manager by helping them learn from such moments, and provides employees with the right support and a clear path to excellence.
Kurt Lewin, the founder of modern Organization Development, created Action Research. The process you will Learn how to transform your annual employee survey into action. You’ll learn a process based upon the Action Research process developed by Kurt Lewin that ensures maximum positive benefit from any survey.
Participants will discover how to use surveys in a way that does not demoralize the organization and instead does the opposite while addressing real work place issues.
This basic process is key to any work group improvement as it allows for a team to reflect on what is working and not working, raise issues, understand those issues, develop actions, and put in place the proper structure to ensure those action are successfully implemented.
Project Planning for Success!
Project planning for success incorporates systems theory related to work and other key elements around the people dimension of project management. This course will teach you how to identify and work effectively using the “socio-technical” aspects of a project. Socio-technical includes how to 1) link people together who work in different departments (for some businesses that could mean different cities or even countries) and 2) gain clarity of task components, decision making, and sponsorship.